Riderflex adds Ray Gallo to its Advisory Board

Our recruiting firm is very honored to have Ray Gallo from Gallo LLP join its Advisory Board! In addition, we’re excited to announce that Gallo Law will serve as legal counsel for our growing business.

Gallo Law represents businesses, executives, and consumers. For nearly two decades the firm’s work has earned a steady stream of referrals from clients and adversaries alike. Deliberately small and focused, they thrive on big cases. Using cutting-edge technology, insight, creativity, and meticulous organization to cost-effectively gain leverage, they routinely win against some of the best and biggest firms in the country—usually at a fraction of the price. With substantial trial experience, they prepare every case for trial, not settlement. This strategy allows us to negotiate favorable pretrial resolutions in more than 95% of our cases. And, because their trial win batting average is 850, they do not hesitate to go to trial when their adversaries fail to accept reasonable proposals.

Riderflex is a global recruiting firm led by Business Executives. Our core purpose is to maximize profits for our clients and help people find professional happiness by matching personalities to company cultures that fit. Our core purpose is to maximize profits for our clients and help people find professional happiness by matching personalities to company cultures that fit.

We combine our real-life experiences as former hiring managers and a thorough process that starts by understanding our client’s culture. After extensive vetting, each candidate being considered has a face to face interview with our founder and CEO. Steve Urban brings more than 30 years of leadership and over 10 years of C-level experience in a wide range of industries. His executive level interview brings a refinement that other recruiting firms can’t offer.

While many other firms have moved towards a colder, non-contact tech approach, we believe in human interaction and building personal relationships with our clients and candidates. This is accomplished through extensive phone calls, video interviews, and in-person meetings. When we select a finalist for a job, it’s because we’ve personally spent time with them, not because a survey or test told us they were right for our client.